Surface Warfare Enterprise

Surface Warfare Officer 2013 Junior Officer Survey

Overview
Sixth JO Survey in a series started in 1999
1999, 2001, 2003, 2005, 2008, 2013

Surface Warfare Enterprise

Conducted online via www.surveymonkey.com 46 questions, ~45 minutes per survey to complete
2300 completed surveys (33% of total JOs)
Survey Responders
12.6% 31.0% 30.1% 26.3%
ENS LTJG LT 15.5% 33.8% 22.9% 27.8% LCDR
White Diverse

Diversity
102 24 12

49 144 120

78%

22%

All SWO JOs 27.4% Diverse

Black API Multi

Asian Alaskan / NATAM Other

Accession Source
3.6% 9.3% 26.7% 25.8% 33.0% 1.6%
USNA

Other Svc Acad

NROTC OCS LDO Other

All SWO JOs

2

Agenda
Surface Warfare Enterprise

2013 vs. Previous Survey Comparison 2013 Key Findings SWE Actions Since 2008

Professional Satisfiers/Dissatisfiers
Surface Warfare Enterprise

Satisfiers
2013 Relationships with subordinates Leadership challenge Relationship with peers Mental Challenges Conning the ship Variety of duties and responsibilities Relationship with Senior Enlisted 2008 Leading/training subordinates Mental challenge Relationship with peers / Senior Enlisted Shiphandling opportunities Variety of duties / responsibilities

Dissatisfiers
2013 Inability to plan family/personal life Too many inspections Work hours Inability to plan work Lack of time to qualify In port watches 2008 Inability to plan family/personal life Work hours Inability to plan professionally Lack of recognition for work Too many inspections Zero defect mentality Collateral duties
4

Retention Pros and Cons

Surface Warfare Enterprise

Pros
2013 Job security Retirement benefits Medical benefits Opportunities for new experiences Service to the country Pay, allowances, and benefits Adventure and travel 2008 Retirement benefits Service to the country Job security Professionally rewarding responsibilities Pride in the Navy

Cons
2013 Work load Strain on family (separation) Micromanagement Inability to start/grow a family Quality of leadership Lack of incentive for outperforming peers Zero defects mentality
5

2008 Work load Strain on family (separation) Quality of leadership Civilian employment opportunity

Satisfiers: DIVO Involvement Trends

Surface Warfare Enterprise
Minor trend indicates degree of satisfaction with key morale issues improves with rank/experience
Trends move from neutral toward satisfied Reinforces the value of SWO experience, but suggests that junior DIVOs feel less than fully utilized

26. Indicate the degree of satisfaction you find in the following aspects of your sea duty assignment(s):
Sense the work I am doing is valuable
(5= very satisfied, 1= very dissatisfied)

Sense I am valued by the command

(5= very satisfied, 1= very dissatisfied)

Personal contributions to the command

(5= very satisfied, 1= very dissatisfied)

5.00
4.50 4.00 3.50 3.00 2.50 2.00 1.50 1.00 ALL 54% ENS 28.6% LTJG LT LCDR

5.00
4.50 4.00 3.50 3.00 2.50 2.00 1.50 1.00 ALL 55.4% ENS 28.7% LTJG LT LCDR

5.00
4.50 4.00 3.50 3.00 2.50 2.00 1.50 1.00 ALL 60.9% ENS 13.8% LTJG LT LCDR

Satisfied Dissatisfied

Satisfied Dissatisfied

Satisfied Dissatisfied

Responses: 1 & 2 = Satisfied, 3 = Neutral, 4 & 5 = Dissatisfied

6

Retention Issues
Surface Warfare Enterprise

Responders more likely to stay Navy than stay SWO Female officers less likely to pursue CO, remain SWO, or remain Navy
Be a CO afloat. Make the Navy a career.

Question 31. What are your career aspirations and intentions?

5.00 4.50 4.00 3.50 3.00 2.50 2.00 1.50 1.00 ALL ENS LTJG LT LCDR Male Female

5.00 4.50 4.00 3.50 3.00 2.50 2.00 1.50 1.00 ALL ENS LTJG LT LCDR Male Female

Be a career SWO through retirement.

5 = Definitely will 1 = Definitely will not

5.00 4.50 4.00 3.50 3.00 2.50 2.00 1.50 1.00 ALL ENS LTJG LT LCDR Male Female

5.00 4.50 4.00 3.50 3.00 2.50 2.00 1.50 1.00

Leave the active duty Navy upon completion of my present obligation or at the end of current tour of duty.

ALL

ENS

LTJG

LT

LCDR

Male Female

Career Milestone Goal Comparison

Surface Warfare Enterprise DIVOs and female officers report higher likelihood of pursuit of SCP opportunity than command 5.00 DHs significantly more likely to 4.50 4.00 seek CO over SCP 3.50 May indicate impression 3.00 2.50 among pre-DH officers that 2.00 SCP reduces OPTEMPO/ sea 1.50 time 1.00
31. What are your career aspirations and intentions? Be a CO afloat (Solid) vs Pursue SCP opportunity (Shadow) (5 = Definitely will, 1 = Definitely will not)

DIVO

DH

ALL

ENS

LTJG

LT

LCDR

Male

Female

Reasons for leaving

Surface Warfare Enterprise
Work hours and micromanagement common across demographics Females and married officers / officers with dependents reported significantly less happy with family separation and spouses needs Female officers report significantly lower opinion of ability to start a family
34. If you answered that you were going to leave active duty in question 31, to what degree did the following influence your decision? 5 = No influence, 1 = Strong influence (Insets: Response spectrums)
60.0% 40.0% 20.0% 0.0% 60.0% 40.0% 20.0% 0.0% 60.0% 40.0% 20.0% 0.0% 60.0% 40.0% 20.0% 0.0% 60.0% 40.0% 20.0% 0.0%

5.00

4.50
4.00 3.50 3.00 2.50 2.00 1.50 1.00

1 2 3 4 5

The work load during predeployment periods

9

Micromanagement by superiors

The strain on my family life Balancing the Navys needs My ability to start a family and/or family separation with spouses needs or grow a family

All

Married

Dependents

Male

Female

Accession Source & SWO Training

Surface Warfare Enterprise
BDOC is perceived to improve and standardize accession SWO training
Free text supports BDOC as a step in the right direction Impression is that USNA accessions have a significant advantage in initial qualification process

Impression of DIVO training improved significantly from 2008

Only 38.9% in 13 report dissatisfaction with the new SWO Qual process

08 survey revealed nearly 75% of responders felt DIVO training was inadequate
5.00 4.50

600

4 USNA, 3.44 3 NROTC, 2.29 OCS, 2.11

Number of responses

4.00 3.50 3.00 2.50 2.00 1.50 1.00

500 400 300 200 100 0

All USNA NROTC OCS

All

ENS

LTJG

LT

LCDR

1
1 2 3 4 5

23. How satisfied are you with the current SWO qualification process, understanding that it now includes the Basic Division Officer Course (BDOC), PQS, watch station qualification boards, and a final SWO Board conducted by the ship's CO within the prescribed 24-month timeline?
10

Averages

Response

20. On a scale of 1 to 5, please indicate to what extent you believe your commissioning source prepared you to serve as an underway Officer of the Deck.

(1= very satisfied, 5=very dissatisfied)

(5 is very well prepared, 1 is not very well prepared)

Morale
Surface Warfare Enterprise Morale viewed Fleet-wide as low, but individual officers report more satisfaction with their sea duty assignments
Free text includes frequent reference to lack of common SWO qualification standards, inconsistency in SWO boards and requisite knowledge Time-management is a significant factor

27. How would you describe the current morale of the Surface Fleet? (Very High = 5, Very Low = 1)
5.00

25. How satisfied were you with your most recent sea duty assignment? (Very satisfied = 5, Very dissatisfied = 1)
5.00
4.50 4.00 3.50 3.00 2.50 2.00 1.50 1.00

4.50
4.00 3.50 3.00 2.50 2.00 1.50

1.00

11

DIVO Tour Length

Surface Warfare Enterprise Officers surveyed appear to prefer the DIVO tour length sequence (24/24) which began implementation in JAN
Little desire among JOs for single longer tour or longer second tour
30. Please indicate your opinion on possible variations of the Division Officer Sequencing Plan (DOSP). 5 = Strongly Agree, 1 = Strongly Disagree
5.00 4.50 4.00 3.50 3.00 2.50 2.00

(30/18)

24/24

1.50
1.00
I like the current 30 month 1st I would like a single longer If a single longer tour for most I would like two tours, with I would like 1st tour 24 tour 18 month 2nd tour tour for most (36 mo) with a (36 mo) with a 2nd tour for the 1st tour shorter than the months, 2nd tour 24 months, construct. 2nd tour for some (approx some (approx 40%) was 2nd tour. with DIVO billet re-alignment 40%). implemented I would desire a to support. 2nd tour.

12

Impression of Peers & Leadership

Surface Warfare Enterprise Responders had higher confidence in more senior leaders Slight gender stratification indicates women hold a generally lower opinion of leadership at all levels
35. In your opinion, the majority of the officers we are retaining in the SWO community are? 1 = The best, 5 = Very poor
5.00 4.50
4.00 3.50 3.00 2.50 2.00 1.50 1.00
Division Officers Department Executive Commanding (Ensigns and Heads Officers Officers Lieutenants (Lieutenants and (Lieutenant (Commanders) Junior Grade) Lieutenant Commanders / Commanders) Commanders) 13 Commanding Officers (Captains)

5.00 4.50

4.00
3.50 Male 3.00 2.50 2.00 1.50 1.00
Division Officers Department Executive Commanding (Ensigns and Heads Officers Officers Lieutenants (Lieutenants (Lieutenant (Commanders) Junior Grade) and Lieutenant Commanders / Commanders) Commanders) Commanding Officers (Captains)

Female

ALL

EO and Fraternization
Surface Warfare Enterprise

Equal Opportunity
Sexual Harassment and Equal Opportunity training judged adequate (Above 4.0 in 5.0 scale for all ranks/gender) Perception of equal treatment for all ethnicities is positive (About 3.5 in 5.0 scale for all ranks/gender)

Fraternization
Responders (particularly female) report greater impression that female officers are susceptible to fraternization, rather than actually being susceptible
5.00 4.50 4.00 3.50

38. Questions pertaining to fraternization 5 = Strongly Agree, 1 = Strongly Disagree

3.00
2.50 2.00 1.50 1.00

Male

Female
ALL

Female JO's are more Female JO's are more susceptible to fraternization susceptible to the perception with their Sailors than their of fraternization with their male counterparts Sailors more so than their male counterparts
14

Social Media / E-media

Surface Warfare Enterprise

Information Sources:
Facebook is by far the most visited site recorded in the survey NPC website surpasses popular SWO blogs as a resource

39. Please indicate which, if any, of these social media or information sources you frequent. (Select all that apply.) 1 = Never, 5 = Multiple times/day
5.00 4.50 4.00 3.50 3.00 2.50 2.00

1.50
1.00

SWO E-Mentor Program

Only 26% of responders reported awareness of the program (most at SWO Intro, ASAT, or via message traffic) Less than 12% of responders would recommend the program to others
15

Career Advice & Mentorship

Pronounced difference between LCDR responses and others Female officers less likely to trust CoC or detailer, more likely to have a mentor Responders appear to prefer closer, more personal relationships over advice from SMEs (Detailers)
Reinforces a need for Detailers to reach out to leaders at the waterfront and FCAs Highlights need for mentoring/career management tools distributed to the Fleet
36. On whom do you most rely for advice concerning your career? (Select all that apply.)
100.0% 90.0% 80.0%

Surface Warfare Enterprise

70.0% 60.0%
50.0% 40.0% 30.0% 20.0% 10.0% 0.0%

Commanding Executive Officer Officer

16

Department Head

Peers

Detailer

Spouse

Mentor

Social Media

All

Male

Female

ENS

LTJG

LT

LCDR

Rotational Crewing
Surface Warfare Enterprise 14.9% of responders reported having experience in rotational crewing Significantly higher impression 44. Please indicate how much you agree or disagree with each of concerning rotational crewing. Select only of rotational crewing among the following statements one option for each row. 5 = strongly agree, 1 = strongly disagree responders with experience 5.00 in rotational crews (with noted 4.50 4.00 exception of OPTEMPO) 3.50 3.00 Survey result likely 2.50 influenced by platform for 2.00 rotational crewing (PC/MCM 1.50 1.00 Rotational crewing Rotational crewing Rotational crews will vice DD/DDG) will help OPTEMPO. provides a method to maintain a high
ALL
17

get more capability standard of material forward. readiness on deployed hulls. Have Rotationally Crewed

XO/CO Fleet-up
Surface Warfare Enterprise 68.7% of responders reported having experience in an XO/CO fleet-up ship
45. Please indicate how much you agree or disagree with each of the following statements concerning XO/CO Fleet-up. 5 = strongly agree, 1 = strongly disagree
5.00 4.50 4.00 3.50 3.00 2.50 2.00 1.50 1.00

Fleet impression of this program is neutral

18

XO/CO fleet- The crew The Chiefs The XO/CO fleet- Fleet-up is a Fleet-up is a up improves likes fleet-up. mess likes Wardroom up will better positive positive readiness by fleet-up. likes fleet-up. prepare me factor in my factor in my providing for command career family continuity of planning planning leadership. ALL Served in XO/CO Fleet-up Ship

Previous Survey Recommendations

Surface Warfare Enterprise

Revisit JO tour lengths and billet base Develop / refine training pipelines Reduce micromanagement at all levels Reduce the workload Reduce the impact of inspections and assist visits Improve readiness reporting

19

SWE Actions Since 2008

Surface Warfare Enterprise SFRM Development and Implementation
Major revision to training cycle and readiness assessment Shift in shore duty emphasis towards waterfront readiness

Return of Pre-DIVO Training

SWO Intro, followed by introduction of BDOC

DIVO Billet Base Review

Moved ASWO to 2nd tour, added FPO, expand 2nd tour billet base to shorten 1st tour Introduction of 24/24 DIVO tours, created trade space for ASW Weapons Tactics Instructors (WTI), future IAMD WTIs

SWO Clock
Reduce time away from waterfront for leadership Support implementation of SFRM Pay ourselves first
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